Peter Hewitt Care for Africa Foundation Inc (CfA) intends to apply for membership of the Australian Council for International Development (ACFID). It is an ACFID requirement for CfA to have Code of Conduct Policy in place and CfA endorses the requirement.
Once accredited CfA will adhere to the ACFID Code of Conduct, which defines minimum standards of governance, management and accountability of development in non-government organisations (NGOs). CfA will ensure that all staff engaged in activities which support our international program, will be informed of the obligations arising from the ACFID Code of Conduct.
CfA is conducting its activities according to the highest standards of honesty, integrity, respect and fairness when dealing with all of our volunteers, staff, partners, observers, contractors and associates, when dealing with any activity associated with CfA. We require that our Board of Directors, volunteers and staff meet these high standards.
The organisation takes seriously its obligations to comply with all Australian, Tanzanian and International laws and regulations, as well as common law obligations, and again requires all Board of Directors, volunteers, staff, contractors and associates to do the same.
Managers and Supervisors
Managers and supervisors are responsible and accountable for:
Staff and Volunteers
All Staff and Volunteers are responsible for:
The following Code establishes the standards of behaviour that should be met by volunteers, staff and members of the Board of Directors.
Where these standards are not met, appropriate disciplinary action will be taken. In cases where the breach involves serious misconduct, this may result in instant dismissal of volunteer, staff or removal of a Director from the Board. In cases where a breach of the policy involves a breach of any law, then the relevant government authorities or the police will be notified.
Individuals have a right to give their opinions on political and social issues in their private capacity as members of the community. Volunteer and staff must not make official comment on matters relating to the organisation unless they are:
Staff should be conscious of these issues when they use social media. In addition, they cannot release the contents of unpublished or privileged material unless they have the authority to do so, including photographs and stories of members of the communities that CfA operates in.
Staff/Volunteers must ensure responsible management and security in the use of CfA resources and any resources managed by them for or on behalf of others. Requests to use CfA resources outside core business time should be referred to management (or person authorised to handle such matters), for approval. If Staff/Volunteers are authorised to use organisation resources outside core business times they must take responsibility for maintaining, replacing, and safeguarding the property and following any special directions or conditions which apply. Organisation resources can include equipment, motor vehicles etc. Staff/Volunteers using company resources without obtaining prior approval could face disciplinary and/or criminal action. Organisational resources are not to be used for any private commercial purposes (eg. for ‘profit’ purposes) under any circumstances.
Staff and volunteers are to make sure that confidential and sensitive information in any form (eg documents, computers files) cannot be accessed by unauthorised persons. Sensitive material should be securely stored overnight or when unattended. Staff and Volunteers must ensure that confidential information is only discussed with people who are authorised to have access to it. It is considered a serious area of misconduct to deliberately release confidential documents or information to unauthorised persons, and may incur disciplinary action.
The term ‘intellectual property’ includes the rights relating to CfA’s method of practice. CfA is the owner of intellectual property created by Staff and volunteers in the course of employment/volunteering unless a specific prior agreement has been made. Staff/volunteers must clarify the intellectual property position before making any use of that property.
It is the responsibility of all Staff/volunteers to act in accordance with the resp occupational health and safety legislation, regulations. Specifically all staff/volunteers are responsible for safety whilst working by:
In addition to complying with the above, the Board of Directors and the Operational Team also have the responsibility to execute their managerial and supervisory duties with fairness. You should also ensure that you:
The Child Safety Procedure and Child Safety Code are available on the website. This Code of Conduct supports these policies and reflects the minimum professional standard expected by CfA staff, volunteers, partners, observers, contractors and associates when dealing with children in the communities within which we work and provides a framework for managing and reducing risks of child abuse or harm in the content of CfA’s clinics held in Tanzania and elsewhere.
Failure to comply with the standards of the Child Safety Policy and Child Safety Code of Conduct may result in disciplinary action.
The onus is on Staff/Volunteers to use common sense and avoid actions or behaviours that could be construed as child abuse when Volunteering/Working for CfA.
When carrying out your duties, you will:
Commonly it involves the dishonest or partial use of power or position which results in one person/group being advantaged over another. Corruption can take many forms including, but not limited to:
It is an employee’s right, and a volunteer’s right, (in this policy called “employee”) to be treated with dignity and respect, and it is an employee’s responsibility to treat others the same way.
In this policy, the term “employee” includes employees, workers, contractors, outworkers, apprentices, trainees, work experience students and volunteers.
CfA is committed to providing a workplace free of all forms of harassment and bullying, as prescribed by Commonwealth and state legislation. CfA is committed to meeting its legislative obligations relating to harassment and bullying, and will take all reasonable, practicable steps to provide and maintain a working environment free from these behaviours.
The CfA Harassment and Bulling Policy, available on the website, applies to all activities, and all people involved in those activities, that take place on work premises and where activities are undertaken in the course of employment, or at work-related activities, such as social functions. This policy covers employees, contractors, customers and visitors.
An internal grievance resolution process assists employees to raise issues of concern. All complaints will be treated confidentially, seriously and sympathetically. No employee will be penalised or disadvantaged as a result of raising any genuine concern or complaint.
Relevant and appropriate disciplinary action will be taken against anyone found to have breached this policy.
CfA prohibits sexual harassment. Sexual harassment occurs when a person makes an unwelcome sexual advance, an unwelcome request for sexual favours or engages in any other unwelcome conduct of a sexual nature in relation to another person.
Conduct which breaches this policy is unacceptable. Depending on the severity and circumstances, breach of this policy may lead to disciplinary action, regardless of the seniority of the particular individuals involved.
Staff & volunteers to report violations of the organisation’s Code of Conduct to the CEO or where not appropriate the Chair of Board
CfA will take appropriate disciplinary action against an employee who is responsible for, or engages in, any form of harassment or bullying.
Disciplinary action might include any of
Directors must declare any conflict of interest on the consent to appointment as director and notification of interest’s form.
Directors must also note conflict of interest at the commencement of each Board meeting. To facilitate this, conflict of interest is the first agenda item at all Board meetings – requiring directors to state nature of any conflict prior to the meeting commencing. This is in accordance with CORPORATIONS ACT 2001 – SECT 191 – Material personal interest – director’s duty to disclose.
In the event there is a conflict of interest, the Director who is implicated in the potential or real conflict leaves the room during the entire discussion of the matter and should not return until invited by the other board members. The minutes of the meeting must record why the board member left the room and at what time they returned to join the meeting.
Conflicts of Interest is conflict between an individual’s public duties and his / her private
of interests which may mean that a decision is made on the basis of the Interest benefit to the individual, not the benefit to the organisation
Sexual harassment occurs when a person makes an unwelcome sexual advance, an unwelcome request for sexual favours or engages in any other unwelcome conduct of a sexual nature in relation to another person
“Staff” means Employees as well as other non-Employees (such as independent and sub-contractors) who perform work for a Coffey Group Company.
“Volunteers” means anyone in Australia or Tanzania who is donating their time to CfA. This could include fundraising or volunteering on specific programs.
CFA-P20.V1 Code of Conduct Policy – Effective Date: 7 August 2020 Document
Approved By: Board of Management.
Controlled Document — Printed Versions are not controlled. CFA