Code of Conduct 2022 - Diocese of Toowoomba Catholic ...
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Code of Conduct2022
Contents
PURPOSE
PURPOSE
01 PURPOSE AND APPLICABILITY 4
RESPONSIBILITIES
02 RESPONSIBILITIES WITHIN THE CATHOLIC CHURCH 5
03 RESPONSIBILITIES OF EMPLOYEES TO THE EMPLOYER 6
04 RESPONSIBILITIES OF THE EMPLOYER TO EMPLOYEES 9
RESPONSIBILITIES
05 RESPONSIBILITIES OF EMPLOYEES TO STUDENTS 10
06 RESPONSIBILITIES OF EMPLOYEES TO PARENTS/CARERS
AND FAMILIES OF STUDENTS 11
PROFESSIONAL RELATIONSHIPS
07 PROFESSIONAL RELATIONSHIPS 12
7.1 Interactions with students 12
7.2 Personal relationships 13
RELATIONSHIPS
PROFESSIONAL
7.3 Communication with students and families 14
7.4 Transporting students in private vehicles 15
7.5 Tutoring 15
7.6 Visibility 15
7.7 Sexual behaviour 16
7.8 Maintaining professional boundaries 17
7.9 Student behaviour management 18
IMPLEMENTATION
7.10 Physical contact with students 20
7.11 Privacy of students 20
08 PROFESSIONAL RELATIONSHIPS WITH COLLEAGUES 21
IMPLEMENTATION
09 IMPLEMENTATION 23
2 I Code of Conduct
01 Purpose and
applicability 02 Responsibilities within
the Catholic Church
This Code of Conduct (‘the Code’) describes the standards of behaviour expected Catholic schools are charged with a challenging mission: to make the Reign of God
of all Diocese of Toowoomba Catholic Schools (TCS) employees in the performance a reality in the lives of our students, staff and families.
of their duties.
Adherence to these standards of behaviour Outside core work hours may include, but is not FOR TCS THIS MISSION HAS TWO PILLARS These two pillars provide the foundation
reflects positively on the organisation while limited to WHICH SUPPORT AND GUIDE THE WAY WE for all we do.
PURPOSE
ENVISAGE OUR WORK, THESE BEING
helping it better achieve its strategic direction ›w
hile supervising students on camps, The living expression of a Catholic
and contribute meaningfully to the education excursions and extracurricular activities › to be an exemplary place of learning
world-view shapes the Catholic identity
and wellbeing of students. approved by the school where every student experiences
of our schools and office. TCS is
academic success
While it is not intended to cover every possible ›w
hen communicating or interacting with committed to ensuring a vital and
scenario, the Code aims to assist employees students, staff, the school community or › to be an exemplary place of spiritual tangible Catholic identity permeates
to fulfil their legal, professional and ethical public, including communications, posts and life and Catholic faith where structures, procedures, relationships
RESPONSIBILITIES
responsibilities in a supportive workplace publications via media and social media every student comes to know and and the teaching and learning context
environment. Where assistance in interpreting experience the loving presence of in a way which offers students lifelong
›a
pproved activities away from the workplace,
or applying the Code’s standards is required, Jesus in their lives. meaning and purpose.
including training courses, excursions,
employees are encouraged to seek advice sporting events and social functions.
from their principal, manager, supervisor or
the Professional Standards team (Professional
Standards) within the Toowoomba Catholic
Schools Office (TCSO).
RELATIONSHIPS
PROFESSIONAL
Conduct that falls below the standards outlined
in the Code may lead to disciplinary action,
which could include termination of employment
or other action in accordance with TCS policies
and procedures.
The Code applies to all TCS employees
whether they are contracted on a continuing,
IMPLEMENTATION
fixed-term, casual or relief basis. Its standards
apply at all times that an employment contract
exists, including outside the workplace at all
times and outside core work hours.
4 I Code of Conduct Code of Conduct I 5
03 Responsibilities of
employees to the employer
All employees are expected to demonstrate a commitment to TCS policies
and procedures. Outlined below are some of the necessary standards of
conduct and behaviour expected of all employees.
Respecting others
› t reating people fairly, honestly, responsibly * Employees should familiarise themselves Exercising due diligence › observing all contractual requirements
and with proper regard for their rights with the TCS Council policy entitled Conflict
› s eeking to achieve high standards in your › r eferring all requests for release of
PURPOSE
of interest declaration, and ensure that
›m
aintaining professional and courteous work by carrying out all duties to the best information about students from outside
they address any conflicts of interest in
relationships with colleagues accordance with this policy. Employees of your ability in a competent, professional, agencies eg Queensland Police Service,
›b
eing professional and courteous when must declare any conflict of interest in conscientious and compassionate manner Child Safety, the courts, etc to the
communicating and dealing with students, accordance with the TCS Conflict of › r emaining abreast of advances and appropriate person
their families and volunteers or visitors interest declaration procedure. changes within your area of expertise ›a
dhering to other relevant professional
›m
aintaining appropriate confidentiality in all and actively engaging in appropriate and Codes of Conduct where applicable,
RESPONSIBILITIES
work-related matters required professional development including those published by the
Demonstrating loyalty
›d
ressing appropriately for your Queensland College of Teachers and
Working with integrity ›b
eing committed and loyal to the educational,
professional role other relevant professional bodies from
›b
ehaving appropriately, honestly and with religious and social values of TCS
time to time
›e
nsuring that matters of duty of care are
integrity in the course of your employment ›a
voiding, by word or action, any influence
afforded the highest attention (including
› c ommitting to upholding the intention and upon students that is contrary to the
punctuality to classes, supervision and
spirit of the Gospel values teachings and values expressed by the
playground duty)
› r ecognising you are in a position of trust and Catholic Church
›p
romptly, conscientiously and effectively
RELATIONSHIPS
›a
cting in accordance with the Code at all
PROFESSIONAL
seek to maintain and enhance the integrity
carrying out any lawful and reasonable*
of TCS times while representing TCS, including
directions given by someone with the
› r efraining from any activity that may bring while escorting students on school camps,
authority to give it
TCS into disrepute excursions and tours within or outside
Australia ›e
nsuring that when you are responsible * ‘Reasonable’ is defined as
›e
nsuring that private matters and/or interests
for students, you are able to undertake all suitable, just, proper, ordinary,
are not in conflict with professional duties and › r ecognising TCS has intellectual property
required duties effectively and efficiently fair or usual under a given set of
responsibilities or result in a perception that rights for resources and materials created or
developed in the course of employment ›e
nsuring that use of alcohol and prescribed circumstances. A ‘reasonable’
IMPLEMENTATION
a conflict of interest exists*
drugs do not interfere with the proper act is that which might fairly
›b
eing truthful when making statements ›e
nsuring criticism or complaints are made
performance of your duties and properly be required of an
about qualifications and competencies, or in through the correct mechanisms
› c ompleting all required training in relation employee as a result of their
response to a request for information required ›u
sing all organisational resources and
to the Code as part of your ongoing employment.
for official purposes equipment in a proper manner and for
employment and professional development
legitimate business purposes
6 I Code of Conduct Code of Conduct I 7
03 Responsibilities of
employees to the employer 04 Responsibilities of the
employer to employees
Complying with the law ›u
nderstanding and undertaking your duties The Code places an obligation on all employees to take responsibility for their
›u
ndertaking your responsibilities while in ways that minimise and/or eliminate any own conduct. There are, however, certain obligations TCS (‘the employer’)
complying with all applicable State and risk of contributing to, causing or being has to its employees that include the following.
Federal laws, with particular reference to linked to modern slavery
student protection and workplace law Clarifying and affirming expected
standards of conduct and behaviour
PURPOSE
›a
voiding any form of unlawful discrimination,
for example, on grounds such as gender, ›S
taff are personally responsible for the ›p
roviding employees with access to the
race, religion, sexuality and disability content they publish on social media, Code and other organisational documents
in electronic communications and from including policies, procedures and
›a
cting on and reporting any workplace
their phones. As a result, staff must guidelines relating to their role
bullying, harassment or discriminatory
exercise professional discretion and ›p
roviding employees with flexible options to
behaviour
sound judgement in their use of social access all relevant training and instruction
› r eporting any matters that threaten, or appear
RESPONSIBILITIES
media, electronic communications required to effectively perform their duties
to threaten, the maintenance of a positive,
and phones, even for personal
open and healthy workplace Ensuring workplace health and safety
communication.
› c onducting appropriate risk assessments ›p
roviding a safe and healthy work
›A
ll digital or online comments
in accordance with relevant TCS policy and environment and ensuring safe systems
and posts can leave a permanent
procedures of work
record. Employees should therefore
›a
voiding behaviours that might put yourself recognise the potential for negative ›h
elping employees understand and
or others at risk and taking reasonable steps consequences for themselves, the fulfil their legal, professional and ethical
to eliminate or minimise workplace risks
RELATIONSHIPS
Diocese of Toowoomba Catholic responsibilities in achieving a safe and
PROFESSIONAL
› s triving to maintain a current understanding Schools, colleagues, students and supportive work environment
of the law, professional ethics, policies, parents/carers through their personal Providing access to learning and
procedures and other codes of practice to use of social media, electronic development
a standard that enables you to competently, communications and phones.
professionally, conscientiously and ›a
ssisting employees with their professional
›E
mployees must be familiar with the
compassionately perform your duties development objectives
TCS Personal and work-related use
› not smoking on school or office grounds › t aking joint responsibility for developing
of social media guideline in relation
IMPLEMENTATION
›e
nsuring you acknowledge the creator of employee skills and knowledge
to the use of social media, electronic
materials used in the course of your work as communications and phones. ›p
roviding free, confidential access to
required by copyright law counselling services through the Employee
Assistance Program (EAP)
8 I Code of Conduct Code of Conduct I 9
Responsibilities of
05 Responsibilities of
employees to students 06 employees to parents/carers
and families of students
TCS unequivocally commits to providing a safe and supportive environment for students. The TCS Parent Engagement Charter sets out the core expectations of the
This means employees have responsibilities to students that include the following. relationship between TCS and the parent community. This relationship is built
on a foundation of mutual respect, trust, communication and cooperation.
› treating students with dignity and respect TCS employees’ responsibilities are described below.
at all times
* Any alcohol on school grounds
› taking all reasonable steps to protect Establish a relationship based on Respect family privacy and treat
PURPOSE
must be kept in a secure location
students from harm and risk of harm, inaccessible to students, ie lockable courtesy, mutual trust and open information with an appropriate level of
including adhering to the requirements of the and only accessible to authorised communication by confidentiality by
Student protection processes and guidelines employees. › treating parents/carers with respect and ›m
aintaining confidentiality of information
› c omplying with student supervision dignity at all times unless disclosure serves a compelling
arrangements and actively supervising ›e
ngaging parents/carers through professional purpose, is required by law,
designated playground areas developing effective professional or the personal safety of a student or
RESPONSIBILITIES
›u
ndertaking personal care needs of students relationships employee is at risk
in accordance with school policy and › c onsidering parents’/carers’ perspectives › s eeking guidance from your principal,
procedure regarding the education of their children manager or supervisor where you
› r emaining with students at after school and negotiating constructively where are unsure about any aspect of the
activities in accordance with school policy appropriate confidentiality of student and family
and procedure ›e
nsuring parents/carers understand information.
› r ole modelling behaviour that encourages relevant policies, procedures and Respect the characteristics and
the development of positive and appropriate guidelines that affect their children and uniqueness of each student’s family
RELATIONSHIPS
PROFESSIONAL
interpersonal relationships and social skills themselves background by
›n
ot giving students or otherwise allowing › k eeping parents/carers informed as to their › respecting cultural diversity
them to access drugs, alcohol, tobacco child’s educational progress
› considering the family perspective
or any other items or substances that are › c onsulting with your principal, manager
illegal to possess or distribute (this provision › respecting family values and opinions
or supervisor regarding any challenges
does not apply in the context of Eucharist ›b
eing sensitive to differing family
in implementing these professional
participation*) structures and personal circumstances.
relationships or where parents, carers or
IMPLEMENTATION
›n
ot encouraging or condoning the use of families are failing to work in partnership Where there is any disagreement or conflict
drugs, alcohol, tobacco or other such items regarding the education of their child/ with parents/carers, all parties must use
› r eporting student possession and/or use of children. their best endeavours to resolve the issues
illegal drugs to the police while ensuring their behaviour is not
derogatory, belittling, intimidating, rude or
abusive.
10 I Code of Conduct Code of Conduct I 11
07 Professional
relationships
7.1 Interactions with students 7.2 Personal relationships
It is expected that TCS employees will be caring, compassionate adults who actively Employees must be conscious that working with children places extra obligations
engage in the education and wellbeing of students and who set appropriate professional on them and they must exercise discretion and caution if and when engaging in
boundaries within employee-student relationships. social activities with students, including outside of school.
Employees must be aware that their It is recognised that employees may have from their principal if a personal
interactions with students are based social links to students and their families relationship exists with a student’s family.
PURPOSE
BEHAVIOUR THAT MAY CAUSE PSYCHOLOGICAL
on the employee being in a position of HARM TO A STUDENT INCLUDES, BUT IS NOT that exist outside of the school context. Specific processes for managing these
trust arising from the nature of the work LIMITED TO This may occur through membership of relationships should be developed in
and that such relationships are open › targeted and sustained criticism, belittling sporting or cultural groups, or through accordance with school policy and any
to scrutiny. or teasing kinship connections or friendships. additional requirements from the principal
Employees are to advise and seek guidance in response to individual circumstances.
Employees must always treat students › excessive or unreasonable demands
with respect. There is no place for ›h
ostility, verbal abuse, rejection or
RESPONSIBILITIES
sarcasm, derogatory remarks, offensive scapegoating
comments or any other inappropriate ›u
sing inappropriate locations or social
conduct that may result in emotional isolation, outside of the school’s Student
distress or psychological harm to behaviour support plan, as punishment.
a student.
Employees must always treat students
in a consistent manner without
INDICATIVE BEHAVIOURS THAT SUGGEST
inappropriate familiarity or spending
RELATIONSHIPS
PROFESSIONAL
PREFERENTIAL TREATMENT OF A STUDENT OR
‘special’ or excessive time with a student. STUDENTS INCLUDE
When congratulating a student, ›g
iving gifts to a student outside of school
a consistent approach should be used policy and endorsement
in line with school practice. Employees › showing special favours to the student
must be conscious that their actions, › s pending time alone with an individual
particularly physical gestures, are open student
to scrutiny by others. Employees are
IMPLEMENTATION
›a
llowing a student to over-step rules,
required to develop and exercise prudent
except where it is clearly articulated in
judgement and sensitivity regarding
individual differentiation in the teacher’s
appropriate physical interactions
planning
with students.
› sharing secrets with a student
› inconsistent consequences or allowances.
12 I Code of Conduct Code of Conduct I 13
07 Professional
relationships
7.3 Communication with students and families 7.4 Transporting students in private vehicles
Employees must be aware of their position as a role model to students and their Employees should not drive a student in their car unless they have specific
broader responsibilities as a representative of TCS when communicating with permission from the parent/carer and principal and do so in accordance with
students and families. TCS’s Health Safety and Environment (HSE) excursion processes.
Employees must not engage in any form of In the event of an emergency, employees should attempt to obtain parental consent and
inappropriate activity on digital media that may WITH RESPECT TO DIGITAL COMMUNICATION, also report the matter to the principal, where possible, prior to the journey commencing.
PURPOSE
be viewed by students and the broader public. EMPLOYEES MUST NOT
Interactions with students via email must be ›p
ost inappropriate photographs of
directly related to the educational context, themselves on social networking sites 7.5 Tutoring
must be professional at all times and must be where they can be viewed by students
Employees may only engage in paid tutoring or coaching of students outside of
conducted on a work email account. and/or members of the public
school hours with prior approval from the principal and in accordance with the
›e
xpress discriminatory or racist TCS Tutoring procedure.
Further information around the employee’s
RESPONSIBILITIES
comments on social networking or
obligations in this regard can be found in the
internet sites where they can be
TCS Personal and work-related use of social
viewed by students and/or members of
media guideline. 7.6 Visibility
the public
›u
se personal email accounts or Employees should avoid, as far as possible, situations where they are alone with
personal social network accounts a student.
to communicate with students
In the conduct of their
›m
ake telephone calls of a personal
professional duties, some
RELATIONSHIPS
HEN RESPONSIBLE FOR A SINGLE STUDENT,
W
PROFESSIONAL
nature to students
employees may be required AN EMPLOYEE SHOULD
› s end emails of a personal nature to to work in a one to one ›h
ave previously discussed arrangements
students situation with a student. with the principal
› s end SMS (text) or MMS messages of In such situations employees ›m
aintain visibility into a room eg door to
a personal nature to students must follow the school’s remain open
›e
ngage students in a personal manner policies and procedures.
›w
here possible, interact with the student in
through social networking media or
an area open to observation.
IMPLEMENTATION
other internet sites – for example
employees must not be ‘friends’ with
students on Facebook
› r idicule or discuss students, student
families, colleagues or the school on
social media.
14 I Code of Conduct Code of Conduct I 15
07 Professional
relationships
7.7 Sexual behaviour
BEHAVIOUR OF A SEXUAL NATURE INCLUDES, BUT IS NOT LIMITED TO
Employees must not, under any circumstances, engage in intimate and/or sexual relationships
› bscene language of a sexual nature
o behaviour of others, other than in the case
with a student or engage in any behaviour of a sexual nature with a student or former student.
› suggestive remarks or actions of prescribed curriculum materials in which
It is irrelevant whether the relationship is heterosexual or homosexual, consensual or › jokes of a sexual nature sexual themes are contextual
non-consensual or condoned by parents or carers. The age of the students or the employees › obscene gestures › possession, distribution or display of
involved is also irrelevant. Employees must be aware that the sexual abuse or likely sexual abuse pornography or sexually inappropriate images
› unwarranted and inappropriate touching
of a student or former student will be reported to police and is against the law. › electronic transmission of messages or
› sexual exhibitionism
files which are sexually explicit, offensive
PURPOSE
Behaviour of a sexual nature by an employee with a student or former student includes sexual › undressing in front of students
or contain inappropriate jokes
intercourse and any other form of sexual behaviour. A teacher who commences a relationship with › personal correspondence with students
› sending SMS (text) messages or private
a former student where a teacher-student relationship previously existed – even up to many years in respect of the employee’s sexual
messages via social media to students
after the student has graduated, can expect that the relationship will be reported to the Queensland feelings for the student
which are sexually explicit, offensive or
College of Teachers. Relationships with former students should be conducted within the same › deliberate exposure of students to sexual contain inappropriate jokes.
professional boundaries as when the student was at school. Employees in their pastoral care role
RESPONSIBILITIES
must be cautious of the content and context of their discussions with students.
7.8 Maintaining professional boundaries
Should any student or former student engage, or attempt to
TCS employees must
engage, in behaviour of a sexual nature with an employee, EMPLOYEES MUST NOT
maintain appropriate SELF-ASSESSMENT TO ASSIST EMPLOYEES IN ASSESSING
then immediate steps must be taken to discourage › discuss with a student THEIR APPLICATION OF PROFESSIONAL BOUNDARIES
professional boundaries
the student or former student and the matter must be matters of a sexual nature
in their relationships with ›A
m I dealing with a particular student in a different
immediately reported to the principal. relating to themselves or
students and families. manner than others under the same circumstances?
Employees must notify the principal immediately should any other person.
› Would I do or say this if a colleague was present?
Any employee(s) who have
they reasonably suspect a situation involving any form of
RELATIONSHIPS
› Is my dress/availability/language different from the
PROFESSIONAL
concerns or questions
risk of abuse, harm, or inappropriate behaviour by staff norm with a particular student(s)?
about perceived or actual
members or volunteers to students or former students. EMPLOYEES MUST EXERCISE
contraventions of any of › Is my style of dress appropriate for the school context?
Employees must also be aware of individual mandatory CAUTION WHEN
these boundaries as set ›A
re the consequences of my actions likely to have
reporting requirements under the Education (General ›m
aking personal comments out in the Code, whether by negative outcomes?
Provisions) Act 2006 and the Child Protection Act 1999. about a student themselves or by colleagues, ›A
re my personal feelings translating into inappropriate
It is not the responsibility of employees to investigate ›a
sking questions that probe should speak to their principal actions?
allegations or suspicions of a student or former student a student’s sexuality or
IMPLEMENTATION
or other appropriate senior ›C
ould my conduct with a student be perceived as
protection nature. For further information refer to the TCS personal relationships. personnel for guidance. demeaning or belittling?
Student protection processes and guidelines.
Reporting any possible › Could I be seen to be favouring particular students?
contraventions is essential ›A
m I disclosing information of an inappropriately
given the duty of care owed personal nature?
to students within the school
environment.
16 I Code of Conduct Code of Conduct I 17
07 Professional
relationships
7.9 Student behaviour management
Student behaviour management practices in Catholic schools aim to facilitate the
development of self-discipline amongst students and to promote the wellbeing,
safety and effective management of the school community.
It is the responsibility of each employee to
implement effective, consistent and appropriate
PURPOSE
THE FOLLOWING STUDENT BEHAVIOUR › applying painful or noxious conditions
management strategies in day-to-day interactions MANAGEMENT PRACTICES ARE
with students. These strategies should include a › c riticising a student rather than the
UNACCEPTABLE
clear, consistent and graded method of dealing student’s action
› any form of corporal punishment
with inappropriate behaviours and should be ›u
sing fear or practices which instil fear
›u
sing an object, such as a ruler, book,
implemented in accordance with the school’s as a means of controlling a student
duster, or whiteboard marker to gain
Student behaviour support plan (Plan). It is the ›e
xposing a student to material that
a child’s attention in a hostile or an
responsibility of each employee to be familiar contains adult concepts or themes that
RESPONSIBILITIES
inappropriate physical manner
with their school’s Plan and ensure that their own are inappropriate to the student’s age
strategies are consistent with the Plan. › r estraining a student for any purpose
or the relevant curriculum expectations
other than a student’s actions causing
Students who display recurrent challenging › the use of psychotropic medication
imminent harm to self or others
behaviours, particularly unsafe behaviours, to manage a student’s behaviour, as
should be referred to the appropriate person in
› hitting or kicking a student
opposed to treatment for a diagnosed
accordance with the school’s Plan. An individual ›h
olding a student (other than for the condition
student support plan should be developed for circumstances outlined in Section 7.10)
› yelling, shouting or name-calling
difficult/challenging students, then subsequently ›p
ushing, pulling, shoving, grabbing,
› humiliating or shaming students
RELATIONSHIPS
PROFESSIONAL
communicated to relevant employees and pinching or poking a student
implemented consistently. › fi lming or recording students for the
› shaking or throwing a student
purposes of behaviour management
Corporal punishment is prohibited under any › intimidating a student without prior parent/carer consent or
circumstances. Corporal punishment involves › swearing at or around students approval from the principal.
the application of physical force to punish or
› r efusing biological necessities as
correct a student. Physical contact of a student
a means of punishment, such as
that is reasonable and necessary for the
reasonable toilet breaks
IMPLEMENTATION
protection of any person does not constitute
corporal punishment.
18 I Code of Conduct Code of Conduct I 1907 Professional
relationships 08 Professional relationships
with colleagues
7.10 Physical contact with students All employees must promote dignity, courtesy and respect at work and avoid
behaviour which is or might reasonably be perceived as workplace bullying,
When physical contact with a student is a reasonable part of the teaching/learning
sexual harassment, abuse or discrimination. These behaviours are detailed in
experience, employees must exercise caution to ensure that the contact is appropriate and
the related TCS procedures.
acceptable for the duty to be performed. Employees must be conscious of how any physical
contact may be perceived by students and other members of the school community.
High standards of conduct by staff positively Where there is any disagreement or conflict
Where appropriate to the influences workplace culture and helps between staff, they should genuinely attempt
circumstances, employees EXAMPLES OF SITUATIONS IN WHICH PHYSICAL CONTACT create a positive work environment. Staff to resolve this informally or formally as
PURPOSE
WITH A STUDENT MIGHT BE NECESSARY AND APPROPRIATE are therefore responsible for ensuring they described in the TCS Employee grievance
should seek permission from
students prior to the physical
› a ssessing the condition of a student who is injured or ill contribute to a workplace that is respectful, resolution procedure.
› teaching sport, music and other activities may require the cooperative and tolerant of others.
contact eg when showing how physical handling of a student to demonstrate a particular TCS has procedures for managing concerns
to hold a musical instrument. action or skill Staff must ensure their behaviour towards about bullying, sexual harassment or
Physical intervention (including › assisting a child with a disability with eating or other others is not derogatory, rude, aggressive, discrimination.
relevant activities
physical restraint or removal) threatening, abusive, belittling or
› c omforting a distressed student Further information is available from your
RESPONSIBILITIES
to contain and/or control the intimidating.
› guiding a student in a non-threatening manner principal, manager or supervisor, or by
behaviour of students should › tapping a student on the shoulder to gain his/her attention In their conduct with others, staff must contacting Professional Standards.
only be employed as a measure after verbal requests were unsuccessful
› work collaboratively and consultatively
of last resort to ensure safety › protecting a student from imminent danger to himself/
herself or to others ›b
e professional, approachable, prompt,
and protection. Any incidents
responsive and courteous
of physical intervention (such
as the examples listed on the › treat others with respect and dignity
SOME EXAMPLES OF WHEN IT MIGHT BE APPROPRIATE OR
right) must be reported to the › respect cultural diversity
NECESSARY TO USE PHYSICAL INTERVENTION AS A LAST RESORT
RELATIONSHIPS
principal immediately and ›b
e tolerant of different opinions and
PROFESSIONAL
› student attacking an employee
a
reference should be made to › a student attacking another student perspectives
the HSE hazard and incident › students physically fighting › r ecognise the potential, talents and skills of
management requirements and › a student causing, or at risk of causing, injury to self or others others, irrespective of race, gender, age or
the Use of non-violent crisis › a student misusing dangerous materials, substances or religion, and
intervention procedure. objects where it is likely that this will cause imminent harm
› exercise sound judgement and patience.
IMPLEMENTATION
7.11 Privacy of students
Employees must establish a balance between respecting the privacy of students and the
need for appropriate supervision and duty of care.
By way of example, it is a requirement that supervising staff members announce their entry,
prior to entering a bathroom or change room (for example during swimming lessons) and that risk
management for such activities is followed at all times.
20 I Code of Conduct Code of Conduct I 2108 Professional relationships
with colleagues 09 Implementation
Questions or concerns about the interpretation of the Code should be addressed
IN RELATION TO COLLEAGUES, ALL EMPLOYEES › use constructive methods of resolving any with your principal, manager or supervisor. If it cannot be clarified at the local level,
HAVE A RESPONSIBILITY TO conflict which may arise, including the TCS further assistance is available by contacting Professional Standards.
› build an atmosphere of collaboration, trust, Employee grievance resolution procedure
TCS employees hold positions of trust and
mutual respect and candour › use the appropriate procedure in dealing are accountable for their actions. Allegations
› treat others with courtesy and respect with any complaints against colleagues
of conduct contrary to the expectations
› recognise that others have the right to hold › foster unity, harmony and cooperation in outlined in the Code are managed in
PURPOSE
views which may differ from your own working relationships accordance with TCS’s procedures and
› recognise and respect the individual › maintain appropriate communication and guidelines. Action taken in relation to a
potential and talents of colleagues interactions with colleagues at all times substantiated breach of the Code is done
irrespective of race, gender, age, religion, › be approachable, prompt, responsive so in accordance with the TCS Disciplinary
sexuality, etc and courteous in all conduct with action procedure.
› encourage openness, inclusiveness and other employees.
Concerns about possible breaches of the
tolerance among colleagues
RESPONSIBILITIES
Code should be raised immediately with your
principal, manager or supervisor or contact
Professional Standards.
When any action is taken to address
breaches of the Code in accordance with its
policies or procedures, TCS will ensure the
fundamental principles of natural justice and
procedural fairness are afforded employees.
RELATIONSHIPS
PROFESSIONAL
This includes ensuring procedures are
fair, thorough and timely, and that they
are managed carefully, confidentially and
undertaken in a supportive manner focused
on resolution for all parties.
Nothing in the Code prevents or otherwise
interferes with an individual’s right to
IMPLEMENTATION
report unlawful or criminal behaviour to the
Queensland Police Service.
22 I Code of Conduct Code of Conduct I 23post PO Box 813, Toowoomba, Qld 4350 phone 07 4637 1400
email enquiries@twb.catholic.edu.au web www.twb.catholic.edu.au
Reviewed October 2021You can also read
