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The Salva on Army

Code of Conduct

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MISSION STATEMENT

The Salva on Army is a

Chris an movement dedicated

to sharing the love of Jesus. We share the love of Jesus by:

• Caring for people

• Crea ng faith pathways

• Building healthy communi es

VALUES STATEMENT

Recognising that God is already

at work in the world, we value:

• Integrity

• Compassion

• Respect

• Diversity

• Collabora on

We commit ourselves in prayer

and prac ce to this land of

Australia and its people, seeking

reconcilia on, unity and equity.

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The Code of Conduct provides clear guidelines and standards for the appropriate behaviour expected of anyone involved in the work of The Salvation Army. It is not intended to provide an exhaustive list but to strengthen our Mission and Values . We are committed to the standards set out in the Code of Conduct.

This Code of Conduct applies to all Officers, employees, volunteers and anyone involved in the operation of a Salvation Army Corps or Centre, or any other workplace (collectively referred to as staff) . The Code of Conduct is made available to employees and volunteers as part of the induction process, and can be accessed via the HR database (http://hr.salvos.net). The Code of Conduct is supported by a number of other Policies, procedures and Official Minutes. Copies of these Policies, procedures and Minutes can be provided on request to your Manager, or via the HR database. It is the responsibility of all staff to be familiar with the contents of this Code of Conduct.

Your workplace may have more specific policies/procedures that support and go beyond these minimum standards. You are expected to make yourself aware of these policies/procedures and seek advice if you need further clarification.

As staff of The Salvation Army, our personal and professional conduct must strive to create a harmonious, safe and productive work environment, which models our Christian values, ethos and Mission.

In keeping with this expectation, you have a responsibility to comply with our policies and procedures and with legislation. It is acknowledged that some personal views, on particular matters, may differ from that of The Salvation Army. However, such views must not either interfere with the performance of your duties or prevent you from supporting our Mission and Values.

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Personal Conduct

Attendance and Punctuality To maintain our high standard of service, we expect all staff to be punctual and regular in their attendance. Should you be unavoidably absent from duty due to sickness or any other reason, please notify your manager (or appropriate delegate) promptly (preferably before your normal starting time) and indicate your likely return to work. If you have not made contact, your Manager may contact you directly, within a reasonable timeframe, to ascertain the reasons for your absence and an anticipated return to work date.

Dress and Appearance Ours is a well-recognised and respected organisation that projects a proud image to our clients and the community we serve. You are to ensure that your appearance is neat, clean and appropriate for your particular area of work. A high standard of personal hygiene is expected at all times. Where a uniform is provided, it must be worn in accordance with The Salvation Army requirements. When wearing a uniform to and from work, you are expected to conduct yourself in a responsible and professional manner.

Any jewellery worn must be appropriate to the particular work environment. The Salvation Army may direct an employee not to wear particular jewellery if it is not considered appropriate for the employee's work environment. In such cases regard may be had to factors such as the type of face-to-face communication the employee has with clients, customers or members of the public. Regard will be had for cultural or religious factors where applicable. Jewellery items that may be potentially dangerous are to be avoided.

Your Manager will determine the dress code appropriate to your environment. For example, in Divisional/Head Office environment, the general expectation is casual business wear or appropriate Salvation Army uniform. A Manager can make exceptions for medical purposes.

Casual business wear includes: Trousers, pants, skirts

Modest shirts, blouses, Jumpers, cardigans, sports jackets

Casual business wear does not include: Leggings or Shorts

Any form of sports shoes, thongs, slippers or dilapidated footwear

Athletic wear including sportswear with large brand names or motifs)

Torn or ripped clothing (even if ‘designer’ tears)

Unsuitably revealing clothing (including backless/strapless/shoestring tops or dresses or garments that revel the midriff)

Any clothing displaying offensive messages of any nature

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Boundaries

We value the trust our client place in us when engaging in our many services. To show our respect for this trust, all who are engaged in service delivery activities with clients need to ensure they maintain appropriate professional boundaries throughout their engagement.

The trust inherent in the relationship between all staff and their cli-ents is a great honour and responsibility.

Examples of where professional boundaries can be breached include:-

Giving/Accepting of gifts

Establishing economic or personal relationships which extend beyond the requirements of the role

Sexual relationships

Psychological abuse

Disclosure of personal information by a worker

Inappropriate physical touching, not essential to the worker's role

Undertaking activities which may seem harmless, however are working outside the framework of the service delivery model.

We need to recognise that a power imbal-ance does exist, whereby clients seeking assistance from us can create a degree of dependence. We encourage our staff to of-fer hope and build strong engagement with clients, however we also recognise that for many people this represents sources of con-tinual struggle and reflection, as they seek to support and guide the client and at the same time not cause harm. We must respect that we are in a position to potentially exploit our positional power and knowledge or influence gained with the client and need to ensure we do not breach professional boundaries (both for current and former clients). Please work with your Manager to ensure you are aware of any workplace or program-specific poli-cies and procedures in your area and seek advice if you need clarification.

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Personal Behaviour

We value respect, ethics and integrity. We strive to undertake our activities in a professional, responsible, conscientious and ethical manner and to act in the best interests of our clients and the organisation. We require our staff to act honestly in all duties. When engaging with clients, suppliers, contractors, volunteers, employees and Officers, you are reminded to be courteous, respectful and patient.

In keeping with our Christian Mission and Values, we ask that you refrain from the following:

Engaging in such other practices as may be inconsistent with the ordinary, reasonable, common sense rules of conduct necessary to the mutual welfare of The Salvation Army and its employees, officers, volunteers and members

Blasphemous language or actions—using words or actions showing disrespect for God or sacred things

Abusive or obscene language— using uncivil, insulting, vile or obscene language in addressing colleagues, clients or members of the public

Non-compliance with safety rules, safety guidelines or requirements for the use of personal protective equipment (PPE).

Failure to immediately report any accident or injury

Engaging in horseplay, such as scuffling, tussling, pushing or similar conduct.

Fighting

Stealing property belonging to The Salvation Army or people within the workplace, Corps, Centre or facility

Inappropriate use of a telephone, computer or internet—accessing inappropriate material or email on the internet—misuse of a work issued telephone— abuse of password access

Unauthorised late starting and early ending of work periods.

Refusing or failing to follow lawful instructions or perform designated work

Offensive material (eg magazines, calendars, pictures or screensavers) is not permitted in Salvation Army premises.

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Representation

Our Mission and Values need to be forefront when making comments in a public forum on any matter relating to The Salvation Army. Only authorised staff may speak with the media on behalf of The Salvation Army and this must only be done on the authority of the Communications & Fundraising Secretary.

The following needs to be approved by the Communications and Fundraising Department (CFD):

All policy decisions of The Salvation Army to be conveyed to the public

In the case of major state emergencies or disasters, a CFD representative will be the only spokesperson

Approaches to or from the electronic media or major newspapers should be made with the relevant state CFD.

Any promotion of a specific centre or activity in the electronic media and major newspapers and magazines is the direct responsibility of the CFD.

When visibly identifiable as a Salvation Army representative it is vital to our reputation that we conduct ourselves in a manner that would not reflect adversely on the organisation or people within the organisation.

Public Conduct & Media Contact

As a representative of The Salvation Army, you may be asked to be part of an external Committee, Board or forum, or public speaking engagement. It is expected that you be professional, apolitical and objective. You should also be mindful of our mission, values and official statements and ensure that, as our representative, your actions do not obstruct the mission of the Army.

In most circumstances you will be required to obtain prior written consent from your Divisional Commander or Cabinet Secretary through your Head of Dept. Any payment received from an external body whilst representing u s shall be paid to The Salvation Army.

Your Representation of

The Salvation Army

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Our valued brand and image extends beyond the workplace. There can be instances where your conduct outside of work time has the capacity to adversely impact your work environment or on our image and reputation. Such conduct can include, but is not limited to:

Harassing or bullying work colleagues outside of your work time, on social media sites, digital communities and other similar internet postings

Using other public means to disparage The Salvation Army, its business or policy;

Harassing or bullying work colleagues in social, non-Salvation Army settings.

You are required to always be mindful of your conduct outside of work time and how this could adversely impact on your relationships at work, your capacity to perform your role, and the image and reputation of The Salvation Army.

Out of Hours Conduct

Gambling, Smoking, Alcohol & Other Drugs We are acutely aware of the suffering and deprivation experienced by many people as the result of addictions.

Gambling runs counter to our Christian expression of love, respect and concern for others. In keeping with our Christian Mission and Values, you are not to participate in raffles, sweeps or any other activity associated with gambling on our premises or when representing The Salvation Army.

Smoking is not permitted in our vehicles, buildings or in the immediate vicinity of entrances to our buildings. Each workplace may have its own policy in relation to smoking, which you must also comply with. You may not smoke while wearing any form of Salvation Army attire, including T-shirts which have on them any form of Salvation Army branding, except where you adequately cover those articles of clothing. You may smoke in your own time or during authorised breaks which are to be authorised by managers.

Any staff member found to be under the influence of alcohol or an illegal substance during work time or in connection with their work for The Salvation Army will be subject to disciplinary action. Consuming alcohol within six (6) hours of commencing duties and whilst on duty or at meal breaks is also not permitted. If a driver of a motor vehicle owned by The Salvation Army is involved in an accident and found to be under the influence of alcohol or drugs (as evidenced by conviction under traffic laws) our insurer reserves the right to recover all accident costs from the driver.

Possession, use or trafficking illegal drugs on any Salvation Army premises is not permitted. Any such activities may be immediately referred to the police and we will take disciplinary action which may include termination of employment.

Please immediately notify your manager if the taking of prescribed medication is likely to affect your performance or affect the safety of anyone within The Salvation Army.

We encourage anyone affected by addictions to seek help. We support and encourage you to approach your manager for assistance if needed.

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Diversity & Safety EEO, Discrimination, Harassment & Bullying

We care about our people. We strive to ensure that our workplaces are free from unlawful discrimination, harassment and bullying behaviour, and that all employees are afforded equal opportunities in employment.

Unlawful discrimination occurs when someone, or a group of people, is treated less favourably than another person or group for reasons related to an attribute of that person which is protected by law. This includes, but is not limited to disability, race, colour, gender, age and religious beliefs. Treating a person less favourably can include harassing or bullying a person

Unlawful harassment is unwelcome or unreciprocated behaviour which could make someone feel intimidated, insulted or humiliated because of a protected attribute such as those identified above.

Sexual harassment is unwanted sexual behaviour which makes, or has the potential to make the person harassed feel offended, humiliated or embarrassed. Sexual harassment can include an unwelcome sexual advance, unwelcome request for sexual favours, sending explicit or sexually suggestive emails or other unwelcome conduct of a sexual nature. It can take various forms and be physical or non- physical, and includes statements of a sexual nature made to a person, or in their presence, whether the statement is made verbally or in writing.

Workplace bullying is repeated, unreasonable behaviour directed towards a worker, or a group of workers, that creates a risk to their health and safety. It includes behaviour that intimidates, threatens, offends, degrades, excludes or humiliates another person.

Unlawful discrimination, harassment and bullying are against the law and will not be tolerated. If you believe you have been subject to such conduct, or witness such conduct against someone else, you are strongly encouraged to report it.

Work Health & Safety

Work health and safety (WHS) laws place obligations on us to provide a healthy and safe environment within the workplace, Corps and Centre facilities and in all places where Salvation Army activities take place. It is important that you

are familiar with the standards or procedures in your particular area—these will form part of the induction process.

You are responsible for

Knowing and complying with our WHS requirements

Ensuring that you or any other person is not endangered by any act or omission

Using and following instructions, training or other information provided with regard to WHS

Reporting all incident, accidents, injuries and hazards to the appropriate person for action

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Company Policy & Law

Use of Equipment, Assets and Services Our resources are to be used effectively and economically. We strive to be scrupulous in our use of our equipment, assets and services and requi re that a l l s taf f act according to the authorities/delegation provided in appropriate policies and procedures.

Our equipment, assets or the services of other Salvation Army staff must not b e

deliberately misused. When using our equipment we require you to follow the instructions provided in order to avoid personal injury and/or maintenance and replacement costs.

Those provided with a Salvation Army motor vehicle are to ensure the use that vehicle i s in accordance with our policy and guidelines.

Ownership & Copyright

All products, literary, dramatic, musical, cinematographic and artistic works, computer programs, material in written or other format, discoveries, inventions and improvements in relation to such matters, together with all copyright and intellectual property created, authored, discovered , developed or produced for use within The Salvation Army will remain the property of The Salvation Army and will not be used for any other purposes. Unless otherwise agreed, we retain the copyright of work produced within The Salvation Army.

For employees: on termination of employment all correspondence, documents, data, information equipment and things including copies thereof, belonging to The Salvation Army which maybe in your possession, custody or control must be returned.

Examples of misuse include:

Copying computer so ware programs regardless of whether or not the programs are protected by copyright

Use of our le erhead , paper and postage when corresponding on personal or other ma ers not directly related to us.

Unauthorized use of our logos

Falsifying, manipula ng Corps, Centre or other business records or destroying them without specific authoriza on

Excessive amount of personal phone calls, email and internet usage

Using our equipment for personal and/or commercial gain

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Privacy We aim to ensure that the privacy of all who work for us, or are clients of The Salvation Army, is protected. Personal/identifying information about clients, members of a Corps and/or those working within the organisation must be appropriately:

<> Collected <> Stored securely <> Distributed carefully <> Used appropriately

<> Protected from damage & unauthorised access.

Information may only be used for the stated purpose for which it was gathered. Provision of information to any person or organisation without the original person's authorisation is

prohibited.

Confidentiality You may, during the conduct of your duties, have access to personal or commercial information relating to individuals, the public, or the financial or other operations of The Salvation Army. This information is to be used for Salvation Army purposes only and should remain secure and confidential. It is important

that the community has confidence that information acquired by The Salvation Army is only used for the stated purposes for which it was collected.

You must not discuss or release to any person inside or outside of the organisation, any confidential or sensitive information relating to The Salvation Army and/or its operations unless the person is duly authorised.

Gifts and hospitality

To ensure transparency, we require that you notify your manager of any gift, reward or benefit you are offered as a stakeholder of The Salvation Army.

You should not accept any gift where there is, or where there may be the perception of, a conflict of interest with past, present or future duties or where the object of the gift is to maintain or return a favour. Under no circumstances is cash money to be accepted as a gift.

A simple test to ascertain whether a gift should be accepted is to question whether its acceptance could stand the test of openness, i.e. whether full disclosure of the gift would be embarrassing or damaging to The Salvation Army.

Gifts of an appropriately modest nature may be considered acceptable in certain circumstances and in deciding such, managers are required to exercise reasonable judgement and consider the implications of the offer.

Participating in business related functions, including accepting meals with a supplier or competitor, customer or contractor is permissible business practice. However, care should be exercised to ensure that these functions have an underlying business purpose and that their value and frequency is not excessive.

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Particular care should be exercised to ensure any such function falls within the limits of socially acceptable behaviour and that your presence does not reflect badly on The Salvation Army. You are required to ensure participation in functions does not influence their behaviour or decision-making in respect to the sponsor of the function.

Conflict of Interest

You must ensure that there is no conflict or incompatibility between your personal interests, whether pecuniary (ie. relates to money) or non-pecuniary and the impartial fulfillment of your duties.

If you are in doubt as to whether a conflict exists, you must raise the issue with the appropriate person, i.e. Manager, Corps Officer or Divisional Commander.

Examples of areas of conflict of interest include:

Gifts and hospitality offered where there is an expectation of a return favour (which may or may not be to the detriment of The Salvation Army)

Additional employment which prevents or hinders or is in conflict with their role with The Salvation Army

Decisions regarding purchase of Corps or Centre material which may benefit your personal company or that of your immediate family

Promotion of, or soliciting for clients for private business and/or personal gain All potential conflicts of interest must be notified to the appropriate person. Wherever possible, employees should disqualify themselves from situations of conflict of interest.

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Relatives and Close friends A conflict of interest may arise when you make or participate in a decision affecting another person with whom you have a personal relationship (such as relative, spouse, close friend or personal associate).

Examples of such situations include:

The selection, appointment or promotion of staff or member of a Corps

Purchasing of goods or services

The enforcement of regulations In cases where a conflict may arise, you must seek advice from your manager in the first instance. Wherever possible you should disqualify yourself from dealing with those persons in such situations.

Outside Employment/Directorship

You are permitted to perform work outside of The Salvation Army provided it does not conflict or interfere with the performance of your duties. For example, your employment or business or Directorship you undertake must not be undertaken while on duty with the Salvation Army, involve confidential information or resources obtained through your work with the Salvation Army, discredit or disadvantage the Salvation Army or interfere with our business practices.

If conducting your own business, any work associated with this must not be done during Salvation Army working time and our resources must not be used. If there could be a conflict, or there may be a perception that there could be a conflict, you must advise and seek prior written consent from your Divisional Commander, Cabinet Secretary or Head of Department through your direct line of management. Failure to do so may result in disciplinary action.

Acknowledging Good Conduct If you believe someone you are working with has displayed excellent conduct, we encourage you to acknowledge this directly to them. You may also consider letting their Manager know that you valued their conduct.

A simple thank you is easy, and often underestimated.

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For further information in regard to our Policies and Guidelines please refer to

Official Minutes

HR Database (http://hr.salvos.net)

Your Manager

The Human Resources Department

Breaches of the Code We take breaches of the Code of Conduct seriously. We all have a responsibility to act consistently with the expectations of this Code. If you believe a breach has occurred you are encouraged to raise your concerns with the person concerned where you can, or your Manager. Where this is not possible, please raise your concern with their Manager or your HR representative. Our grievance policy and procedures can assist you in understanding how grievances should be raised and dealt with.

Breaches of the Code of Conduct may result in counselling, disciplinary action; or termination of commission/employment/agreement.

If you are unsure whether your actions, or the actions of others are in breach of this Code, please seek advice from your Manager or the Human Resources Department.

For Further Information

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I confirm that:

I have received and read my copy of the Code of Conduct

I have had the opportunity to ask questions or discuss any issues of concern in relation to the Code of Conduct with my Manager or a Human Resources representative, prior to sign-ing this document

My Manager / Human Resources representative has adequately responded to any ques-tions or issues of concern

I understand that the examples provided in each section are designed to give context only and are not an exhaustive list. I understand this Code is supplementary to the various policies and legal obligations I have as an employee/volunteer of the Salvation Army.

Name: ______________________________________________________________

Position Title: ________________________________________________________

Centre/Location: ______________________________________________________

Signature: _______________________________________ Date: ______________

Manager/HR Signature: ____________________________ Date: ______________

Acknowledgement & Acceptance