Code of Conduct Policy

This policy establishes the standards by which Leaders Institute (LI) staff and students conduct themselves towards others to ensure appropriate ethical conduct.

·     Discrimination is to treat an individual less favourably because of an attribute or to impose unreasonable terms or conditions for which individuals with a particular attribute are unable to comply. Vilification on the grounds of race, religion, sexuality or gender identity is also unlawful.

·     Bullying is defined as repeated and unreasonable behaviour directed towards a person or a group of people that creates a risk to health and safety.

·     Harassment is any form of behaviour that is unwelcome, unsolicited, unreciprocated and usually (but not always) repeated. It is behaviour that is likely to offend, humiliate or intimidate.

·     Maladministration means the gross mismanagement of risk leading to death, injury or the culpable wastage of the Institute’s resources that adversely affect a person’s interests in a substantial and specific way.

·     Misconduct means conduct which is not serious misconduct but which is nonetheless unacceptable. Serious misconduct means deliberately behaving in a way that is inconsistent with this Code of Conduct.

Sexual harassment means any unsolicited, unwelcome and unreciprocated behaviour, act or conduct of a sexual nature that embarrasses, humiliates or offends other persons. It can be a single incident or a persistent pattern and can range from subtle behaviour to explicit demands for sexual activity or even criminal assault.

·     Victimisation means treating someone unfairly because they have made or intend to make, a discrimination or harassment complaint. This includes those who have supported another person in making a complaint.

All staff and students will:

·     be informed and comply with relevant LI policies and procedures;

·     behave in a way that upholds the integrity and good reputation of the Institute;

·     not engage in any behaviour that contravenes federal, state or local law, including sexual assault or sexual harassment;

·     refrain from, and not accept any behaviour which may reasonably be perceived as discrimination, vilification, bullying, intimidation, harassment, or physically or emotionally threatening;

·     protect Institute resources and take all possible care to use them in a proper manner;

·     comply with any lawful and reasonable direction given by someone who has authority to give that direction;

·     disclose wrongdoing and protect those who make a disclosure;

·     avoid any conduct, including alcohol or substance abuse or misuse, which would adversely affect work and/or study performance;

·     avoid all forms of academic misconduct;

·     comply with all relevant legislative and statutory requirements;

·     treat fellow staff members, students and members of the public with honesty, respect and courtesy, and have regard for the dignity and needs of others, including in online communications;

·     respect and celebrate diversity, including gender, race, sexuality, disability, cultural background, marital status, age, political conviction or family responsibilities;

·     act to ensure equity, fairness and natural justice is afforded to all;

·     seek to resolve disputes in a fair and timely manner;

·     strive to create an environment which provides a safe and healthy workplace for employees, students and members of the community;

·     report genuinely suspected or known fraud or corrupt conduct to appropriate staff/authority through the appropriate procedures;

·     strive to minimise the Institute’s environmental impact and to protect the natural environment;

·     strive to contribute to the cultural and social well-being of our communities.

LI staff will:

·     endeavour to achieve excellence in performance and will strive for continuous improvement;

·     act and behave honestly, impartially and with integrity;

·     maintain appropriate confidentiality regarding Institute business;

·     not make improper use of position, power or authority to gain, or seeking to gain, a benefit or advantage for themselves or any other person;

·     only accepting gifts and benefits where these are not identified to influence decision-making;

·     take reasonable steps to avoid, or disclose and manage, any conflict of interest (actual, potential or perceived) in the course of employment;

·     act within the limits of their authority;

·     adhere to proper records management practices and procedures, so that records are complete, up-to-date and capable of providing organisational accountability;

·     maintain the privacy, integrity and security of official and personal information and ensure the proper use of information systems;

·     promoting socially-inclusive employment practices;

·     protect Institute resources, and take all possible care to use them in a proper manner.

LI students will:

·     take responsibility for their own learning and participate in the learning and research processes;

·     attend classes and/or scheduled activities on time, unless there is an exceptional circumstance which prevents attendance;

·     know the requirements of their own course and progression rules;

·     observe key dates and deadlines relevant to their own enrolment and course;

·     comply with the conventions of academic scholarship including, but not limited to, the correct use of copyright material, the correct acknowledgement of others’ work and ideas, the use of gender inclusive language, and the avoidance of slang or colloquial language in assessments;

·     be familiar with the resources available to assist in studies and research;

·     ensure that their contact details held by LI are up to date;

·     present identification when required.

It is the responsibility of staff and affiliates to be aware of and conduct themselves in accordance with this Code and related policies and procedures. It is the responsibility of any delegated supervisors to:

Where uncertain about the Code of Conduct’s application or interpretation, staff should consult with their supervisor or higher authority if appropriate. Students should consult with the Student Support Officer or higher authority if appropriate.

Failure to abide by the LI Code of Conduct Policy by a staff member, student, or affiliate, shall become grounds for appropriate and measured sanctions and/or disciplinary action up to and including dismissal for staff or contractors, or discontinuation from a course for students. The severity of disciplinary action should be consistent with the severity of any breach of this Code, and staff or students can access relevant grievance procedures.

The Program Director will determine appropriate disciplinary action for a breach of this Code by a student. Disciplinary action for a breach of this Code by a staff member or contractor will be determined by that person’s supervisor. If severe disciplinary action is recommended (e.g. dismissal for staff or discontinuation from a course) this must be ratified by the Executive Management Team before being implemented.

Students who are unwilling to abide by the LI Code of Conduct may be refused admission to a course. Any staff member, student, affiliate or member of the public must refer suspected misconduct to the police if the misconduct contravenes federal, state, or local law.

Allegations of sexual misconduct shall be considered in accordance with the Student and Staff Sexual Assault and Sexual Harassment Prevention and Response Policy.