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General Conduct
Personnel are to uphold the core values and integrity of COG, by behaving in ways that are inclusive, just and compassionate, honest and accountable.

• Always work in the best interests of others, show respect for leadership and set a positive example
• Comply with COG policies and procedures,
• Support the director, manager, coordinators and personnel in their duties, and assist them as necessary
• Read, and ensure they understand, all information and instructions, and seek advice if in doubt
• Ensure appropriate stewardship in the use of COG resources. Avoid waste or extravagance and cooperate with measures to protect the environment.
• Respect the law while volunteering for COG
• Leaders should model healthy relationships, make decisions impartially, manage any conflicts of interest and ensure that they do not misuse their actual or perceived power.

Respect for others

• Personnel should treat everyone with respect, courtesy, honesty and fairness, taking care to protect the interests, rights, beliefs and welfare of others
• Actively promote cultural safety and inclusion. Be respectful and inclusive by embracing diversity including age, cultural background, sexual orientation, language, disability, religion, gender identity or any other status
• Assist in creating an environment free from fear, harassment, racism or exploitation.
• Resolve interpersonal conflict with humility, kindness, courage and forgiveness.
• Avoid gossip and seek assistance from the designated manager or co-ordinator of your assigned role promptly if support to resolve issues is required.

Communication
When engaging with others:

• Use positive, inclusive, respectful, non-judgmental and non-offensive language.
• Respect any boundaries people may have regarding their personal space, including social distancing. Take care not to intimidate or cause discomfort to others.
• Maintain confidentiality and the privacy of personal information or contact details of others, except where it is mandatory, appropriate and/or protective to disclose (see ‘required reporting’ below).
• Use electronic resources appropriately, only accessing content and communicating in ways that are safe, legal, non-exploitative, considerate, and in line with the mission of COG.

Safety
Personnel meet safety responsibilities by:

• Working safely, observing any COG and local safety procedures and seeking to protect the health and safety of others.
• Working within their ability.
• Reporting any safety hazard or hazardous practice they observe, and any safety incidents.
• Assisting in implementing emergency procedures and providing care to the injured or ill according to their ability and best efforts.

Working with children and vulnerable adults: Personnel who work with children or vulnerable adults are responsible for promoting the safety, well-being and empowerment of children. All personnel who work with children are to adhere to the appropriate protocols for contact and communication with children. The following general boundaries should be observed:

• Have a current Working with Children’s Check (“WWC”), fulfill reporting requirements, provide the details, update COG of any changes to this status and immediately resign or be terminated as personnel, if your WWC has been suspended or revoked.
• Attend any required training for the role including Safe Child Safety Awareness
• Training and refresher courses as they come due.
• Personnel are not to be alone with a child (unless they are the parent/carer).
• Avoid physical contact except to keep a person from danger, or give needed assistance
• Respect parental authority and refer all behavioural concerns and discipline matters to the appropriate person (the parent/carer whenever possible).
• Not administer medication unless authorised to do so.
• Not take or share any photographs of children without the consent of the supervising person, the parents/carers, and where age-appropriate, the child.
• Listen carefully and calmly address issues with a willingness to find resolution.
• Value children’s ideas and opinions.

Prohibited conduct
Personnel must not:

• Use their position to take advantage of any child or vulnerable person.
• Bring harm of any kind or behave in a way which actually or apparently seeks to establish an inappropriate relationship with a vulnerable person. This includes behaving in a manner that constitutes grooming of a child or any form of child abuse including physical, sexual, emotional, neglect or ill-treatment as defined in the Children’s Guardian Act 2019 and which constitutes reportable conduct.
• Use, possess, or be under the influence of alcohol or illicit drugs while on COG premises/sites or when performing a personnel role.
• Steal, make false or misleading statements, bully, or act violently towards others.

Police Checks
The Committee may require a background check and/ or police check to be undertaken byany Personnel who is working with children, vulnerable people or disabled persons or where the Personnel will be handling sensitive personal or financial information.

Required reporting
Personnel must as soon as possible:

• Report any actual or apparent breaches of law, policy, or this code of conduct, to the President or other designated person in relation to the issue as per COG policies.
• Report any allegation of inappropriate conduct, or any concern, allegation, disclosure or witnessed child abuse, to the President of COG.
• Notify the manager/ coordinator immediately if they become the subject of an Apprehended Violence Order (AVO), or of a reportable child offence allegation or conviction.
• Declare and manage any conflict between personal interest and personnel roles.

It is a criminal offence to fail to protect or fail to report child abuse.

Breaches of the Code of Conduct
This Code of Conduct sets out the minimum expectations for all COG personnel. A breach of this code will result in disciplinary action proportional to the conduct involved and the role of the personnel. The matter may be reported to the relevant leadership or authorities, and a range of actions taken to address the matter such as verbal or written correction, a change to duties, or withdrawal of the volunteer role.